How do we go beyond the onboarding and orientation process and take steps to ensure it remains sustainable?
—In it for the Long Haul, HR & admin, Bridgewater, New Jersey
I am overseeing the inception of an online onboarding/orientation site for new employees. How do I gather peer-reviewed information/suggestions to complete the project (we need to have it up and running by September 2014)? What are the characteristics of a successful implementation and, conversely, what challenges are we most likely to encounter? Are there any good case studies or user examples of how this can be done successfully?
— Still Learning, Education, Manchester, New Hampshire
What do we do when experienced employees don't want to mentor fresh blood? Specializing in products for which experienced talent is hard to recruit, my company has to focus a lot on developing new talent and training them on the technical skills to build a critical talent pipeline. Because of the overall economic volatility, the employees feel insecure of losing what they have. We have found out through exit interviews that young talent is leaving us because they receive little help and training from their seniors. We suspect fear of losing their current position is the reason. What do we do?
— No One Cares Here, manufacturing/production, Lahore, India
A firm has been on the brink of closure twice in the past 10 years. With a workforce that has been reduced from more than 10,000 to just below 3,000, there have been virtually no new hires in a decade. Today, through ingenious transition planning, the organization finds itself in a position to hire. This has been a challenge for IT where the old guard is now faced with a new breed of IT people current in all the latest trends and eager to make change happen. Any ideas on building the team?
— Old Guard, New Tricks, consulting, Ontario, Canada
What are the key components to successful orientation of new employees, from both the employer and employee perspective? Once the offer letter has been extended, signed and returned, what should be included in the process to give a good and lasting impression?
— Appearances Matter, human resources consultant, finance/insurance/real estate, Philadelphia